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Free SPHR Exam Braindumps (page: 76)

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PDF with 671 Questions

According to the WARN Act, an employer with 200 employees is required to provide 60 days' notice of a mass layoff when which of the following is true?

  1. A flood requires that one of the plants be shut down for repairs, and 55 employees are laid off.
  2. The employer lays off 5 employees a week for 3 months.
  3. A major client unexpectedly selects a new vendor for the company's products, and the company lays off 75 employees.
  4. The employer is seeking additional funding and will lay off 70 employees if the funding falls through.

Answer(s): B

Explanation:

Answer option B is correct. The WARN Act requires employers to provide 60 days' notice when 500 employees or 33 percent of the workforce are laid off, and it requires the number to be counted over a period of 90 days. Five employees a week for 3 months is a total of 65 employees (5 employees times 13 weeks), which is 33 percent of the workforce. The three exceptions are the "faltering company exception" (D) when knowledge of a layoff will negatively impact the company's ability to obtain additional funding, the "unforeseeable business circumstance" (C) when unexpected circumstances occur, and the "natural disaster" (A) exception. See Chapter for more information.
Chapter: Workforce Planning and Employment
Objective: Organization Exit/Off-Boarding Processes



Which one of the following statements is true of a hostile work environment?

  1. Only a supervisor can create a hostile work environment.
  2. A grievance procedure/policy against discrimination protects employers from hostile work environment claims.
  3. When a single incident of unwanted touching occurs, a hostile work environment has been created.
  4. A hostile work environment may be created when an individual witnesses the ongoing harassment of a co-worker.

Answer(s): D

Explanation:

Answer option D is correct. A co-worker who witnesses the ongoing harassment of another individual may have an actionable claim of a hostile work environment. A single incident of unwanted touching (C), unless it is particularly offensive or intimidating, will not reach the threshold of a hostile work environment established by the courts. A hostile work environment may be created by any individual in the workplace, including customers, vendors, or visitors, in addition to supervisors or co-workers (A). In the case of Meritor Savings Bank v. Vinson, the Supreme Court held that the mere existence of a grievance procedure and antiharassment policy (B) does not necessarily protect an employer from hostile work environment claims. See Chapter 7 for more information.
Chapter: Employee and Labor Relations
Objective: Federal Employment Legislation



Nonexempt employees are not required to be paid to attend training events when four certain conditions are met. Which one of the following is not one of the four conditions to determine if a nonexempt employee should be paid for training?

  1. The event must be outside normal work hours
  2. The event's attendance is documented in performance review
  3. The event may not be job related
  4. The event must be voluntary

Answer(s): B


Reference:

Professional in Human Resources Certification Study Guide, Sybex, ISBN: 978-0-470- 43096-5. Chapter Six: Total Rewards. Official PHR and SPHR Certification Guide, HR Certification Institute, ISBN: 978-1-586-44149-4, Section III, The US Body of Knowledge.
Chapter: Compensation and Benefits
Objective: Total Rewards Defined



One purpose of a diversity initiative is to do what?

  1. Increase the organization's ability to attract customers
  2. All of the above
  3. Increase workplace creativity
  4. Increase the effectiveness of the workforce

Answer(s): D

Explanation:

Answer option D is correct. The purpose of a diversity initiative is to increase the effectiveness of an already diverse workforce by educating the employee population about the benefits of a diverse workforce, which includes increased creativity (C) and an enhanced ability to attract customers (A). See Chapter 2 for more information.
Chapter: Human Resource Development
Objective: Unique Employee Needs






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